Recruitment is always a challenge for HR, no matter how experienced they are. Each company poses a unique challenge. One company may need hundreds of people recruited in a matter of days, while another may have such niche job roles that there are just a handful of potential candidates available in the market.
This is no longer the age where candidates travel thousands of miles for an interview or get judged by responses on paper. Candidates want a complete recruitment experience that fortifies their decision to join the company. This means HR professionals need to stay updated about the best HR recruitment software in the market and deploy it for best results.
But in order to decide which HR recruitment software is better than the others, one must shortlist those features without which any recruitment software is of no value. These are the basics that drive the entire recruitment cycle, from job posting to new hire evaluations.
Before we look at the top features a software should have, let’s look at the spectrum of responsibilities that an HR professional undertakes, and then consider a software which takes care of most, if not all of them.
- Gather details about the job opening and create appropriate ads for it to be published on various internal and external platforms
- Identify and use the best job posting boards, be it on social media or premium and industry-specific job boards
- Track the candidates who respond to job postings, also known as Applicant Tracking System (ATS)
- Select the best potential matches for your organization and set-up interview rounds
- Handle all other candidate-employer requirements, such as updating about the interview process and remuneration queries from the candidate, and handle initial candidate screening on behalf of the employer
- Onboard the candidates who complete all interview rounds successfully
- Keep a track of metrics for handling job postings, costs saved, success rate of selected candidates, etc. to maintain or improve performances as required
While each industry would have some unique features contributing to the recruitment process, the overall process remains more or less the same across the board, as described above.
A good HR recruitment software should encompass
- Candidate Filtering Tools: The whole purpose of the software is to find a suitable match for a job opening. And this needs to happen at the right time. A powerful HR recruitment software needs to be equipped with embedded AI or algorithms that can spot talented people with high accuracy in lesser time than humans would normally take.
- Automation Features: There are several functions within the recruitment process that are repetitive; information collected during the initial stages can be stored and used later too. Certain tasks, like sending out the job description, creating soft copies of official letters, or interview reminder emails can be automated so there is less burden on the HR executive to perform such mundane tasks and focus more on the actual recruitment.
Automation plays a pivotal role in talent assessment. It can assess the potential of a candidate. For instance, a popular HR recruitment software, Oto_Code, can assess the quality, scalability, and reliability of the codes written by the developers. It’s widely used to hire technical talent in the industry.
- ATS Integration: Candidates can be referred from various sources, such as job boards, website applications, responses to internal job postings, or referrals. The recruitment software should be able to collect data from all these sources and put them to use. For example, if you have a professional collaboration with a popular job board, then people who wish to apply for your posting on it should be easily redirected to the actual application form on the company website.
The heart of any HR software, the process in which potential candidates and their resumes are screened, and then processed is an indispensable feature. If a candidate doesn’t appear to be a good fit today but may be in the future or for a different position, can your software store such information and retrieve later when required? Can the software scan thousands of potential candidates and select only those which would meet all the client’s criteria? Can it automatically send reminders to potential candidates who have remained stagnant during the recruitment or interview process? A strong ATS is as good as having a healthy heart keeping the entire process alive.
- Analytical Tools: Needless to say, the performance of an HR company or executive depends on how quickly they can match top-quality candidates to clients, and in what additional ways has the recruitment process benefited the company. Was a client impressed with the quick onboarding and team setup that he gave more business to the company? Were open positions filled a full month before they were in a competitor organization? Analytics help with number-crunching the entire process, as well as identifying the highs and lows of it.
- Neuro-Linguistic Programming: This is an evolving science within recruitment, but one that can help you hire without bias. It helps assess a candidate using his body language, expressions, and actions taken during the assessment test.
If your HR recruitment software has these features, it is worth short-listing and investing in.
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